RICS APC Counsellor Training (WebEx) Becoming an APC ... · PDF fileWe suggest this section would be approximately 500 words Case Study Components - I Introduction In this section

RICS APC Counsellor Training (WebEx)

Becoming an APC Counsellor

November 2016

© David Cockerton DMC v.2

Introduction - I

► RICS Member (since 1981)► FRICS (since 1997)► Global Knowledge Board (2009-12)► MENA Education & Standards Board (2009-2015)► UAE National Association Chairman (2010-2013)

► MENA Market Advisory Panel (2015-Current)

► Education & Qualifications Lead► Chairman, Fellowship Review Panel► Chairman, APC Appeals Panel

David Cockerton, FRICS

Introduction - II

► APC Assessor (since 1996)► APC Chairman (since 2006)► APC Auditor (since 2008)► APC Licensed Assessor Trainer (since 2010)► APC Counsellor (since 2008)

► 20 years experience with the APC:

► Over 250 candidates assessed – all routes► Over 100 assessors trained

David Cockerton, FRICS

Structure and purpose of this workshop

What makes a good Counsellor?

Reminder – what is the APC: routes, pathways, processes

The work of the Counsellor

Final assessment submissions

Using ‘ARC’ (Assessment Resource Centre)

Who can be a Counsellor?

Must be a Chartered Surveyor (MRICS or FRICS)

Ideally from the same specialism / area of work as the candidate

Does not need to be working for the same employer but if this is possible

it will be an advantage

Must give enough time to the task

Must be up to date and knowledgeable about the APC and what is

required

Aims and Objectives

► Describe the APC process

► Define and articulate the role, responsibilities andrequirements of the supervisor and counsellor

► Differentiate between competencies and competencylevels 1, 2 and 3

► Illustrate what the RICS expects the candidate to be ableto demonstrate at their Final Assessment - and what theyneed to do to prepare

► Explain what the assessors are looking for during theFinal Assessment

By the end of this training you will be able to:

Agenda

► APC Walk Through► Candidate Types, Guides, Pathways and Timing► Roles and Responsibilities► Competencies► Final Assessment Templates► Case Study► Assessors’ Perspective► Candidate Competency► Final Assessment► Ethics, Professional Practice and Rules of Conduct► Support & Resources

APC Walk Through

Aims and Objectives of the APC - I

► Candidate meets the minimum competency requirements and has the abilityto perform specific tasks or functions

► Candidate is a good ambassador for the profession, RICS and his/heremployer

► Awareness of ethics, professional & commercial implications of our workingpractices

Holistic approach …

Aims and Objectives of the APC - II

► Competency / experience based assessment

► Final assessment interview

► Demonstration of knowledge, skills and application

► Practical training and experience

► Competent to practice as a Chartered Surveyor

CandidatesTypes, Guides, Pathways and Timing

APC guides

Available to download at www.rics.org

Holisticdocument for

all APC

Holisticdocument for

all APC

Routes to membership

Roles and ResponsibilitiesWho are the key people involved?

APC Roles and Responsibilities - I

► Candidate

► Supervisor

► Counsellor

► Staff support

Candidate

APC Roles and Responsibilities - II

► Understands and manages the process

► Competency awareness

► Completes required documentation

APC Roles and Responsibilities - III

► Optional role

► Potentially RICS

► Employed in the same office

► Candidate’s manager

► Understands candidate’s work

► Should be able to give guidance

Supervisor

Best practiceto have

Supervisor

Best practiceto have

Supervisor

Supervisor (Continued)

APC Roles and Responsibilities - IV

► Competency selection

► Guide & encourage

► Explain templates

► Interpret competencies

► Meet with candidate 3 monthly

► Check data recording

► Monitor competency

► Guide with Case Study

► Review of the FinalAssessment submission

Counsellor

APC Roles and Responsibilities - V

► MRICS/FRICS

► Normally appointed at candidates work – nota requirement

► Jointly mentor candidate with supervisor

► Assess candidate’s experience

► Manages structured training

► Candidate must inform RICS if counsellorchanges

Counsellor (Continued)

APC Roles and Responsibilities - VI

► Competency selection

► Guide & encourage

► Meet with candidate 6 monthly

► Check data recording

► Discuss training needs

► Agree focus for future months

► Guide with Case Study

► Sign off of the Final Assessmentsubmission

► Up to date with APC changes

► Decide when candidate is readyfor assessmentKEY RESPONSIBILITY

Assessment Panel

APC Roles and Responsibilities - VII

► MRICS/FRICS

► Trained to assess

► Pathway specific

► Completely unbiased

► Aim to establish candidate’s competence

► Assess candidate’s submissions

► Face to face interview for 60 minutes

CompetenciesMaking sure the right ones are selected

Competency Types

► Mandatory Professional practice

Interpersonal

Business & management skills

► Technical (Core) Primary skills

► Technical (Optional) Additional skill requirements

► Technical (Optional PLUS+) Some pathways have extra requirements

Competency levels

► Level 1► Knowledge & understanding

► Level 2► Practical application of

knowledge & understanding► Level 3

► Reasoned advice► Depth of technical knowledge

Pathway Guides

Pathway Guides – Explained I

Pathway Guides – Explained II

Commercial Property Practice

Pathway Guides – Explained III

Quantity Surveying

Competency Types – An Example I

Competency Types – An Example II

Final Assessment TemplatesGetting these right is the key

Candidate Declaration

► August 2015 version► Photo…► Candidate’s information► Pathway► Referral?► ONE declaration and sign-off

Checklist

► Simple checklist► Complete all documents► Gain required signatures

Don’t just tick boxes– check the list!

Don’t just tick boxes– check the list!

Education, Employment & Membership

► Education details► Employment history /

experience► Membership of other

professional bodies

Helps assessors learnabout your life skills

and background

Helps assessors learnabout your life skills

and background

Experience Record

► Detailed competency statements► Mandatory competencies – 1,500

words► Technical competencies – 3,000 to

4,000 words► Include word count► Greyed out text instructions

Specific examplesneeded as evidenceSpecific examples

needed as evidence

Case Study

1. Introduction2. My approach3. My achievements4. Conclusion5. Appendix A6. Appendices….Word Count

3000 = 3000 orless (2999 is

ideal!)

3000 = 3000 orless (2999 is

ideal!)

CPD Record

► 48 hrs per annum for those followinga structured training programme

► Describe activities► Evaluate learning► Carefully read lines at top of page

Greyed out text isuseful instructions –delete and replace

in black

Greyed out text isuseful instructions –delete and replace

in black

Referral Report

► Detail experience sincereferral

► Ensure issues highlighted inreferral report are addressedadequately

Read, accept andact on feedback,

even if youdisagree.

Read, accept andact on feedback,

even if youdisagree.

Referred Candidates

► Case Study: new or resubmit► Maintain CPD► Update Summary of Experience

A case study canonly be used twice

– that may be why anew one isrequired!

A case study canonly be used twice

– that may be why anew one isrequired!

Case Study - OverviewDon’t under estimate the importance of this

Case Study - I

► Word processed document covering a minimum of 2 technical competencies.Based on a project(s) from the last 24 months.

► A maximum of 3,000 words

2 technicalcompetencies

Last 24 months

Max 3000 words

Pages 16 & 17

Case Study - II

1. Introduction2. My approach3. My achievements4. Conclusion5. Appendix A6. Appendices….Word Count

3000 = 3000 orless (2999 is

ideal!)

3000 = 3000 orless (2999 is

ideal!)Must be project

from last 24months!

Must be projectfrom last 24

months!

Case Study - Guidance

Case Study Structure

Project Key issues A

Options

1 2 3 4

ProposedsolutionConclusion Achievements

X X X

1.Intro1.Intro2. My Approach = key

issues / options / solution2. My Approach = key

issues / options / solution

4. Achievements5. Conclusion

4. Achievements5. Conclusion

We suggest this section would be approximately 500 words

Case Study Components - I

Introduction

In this section your candidate should provide a summary of the project andwhat your role was in the project. Please include the following:

► What did they do?

► What was there level of responsibility?

► Who were the stakeholders?

► What was the timeline? Paint a picturein words

Candidate’s Approach

Case Study Components - I

► In this section your candidate should describe the key issues orchallenges on the project. The options they considered and the solutions.

► Suggested word count 750 words.

This is the bulk ofthe factualinformation

This is the bulk ofthe factualinformation

Candidate’s achievements

Case Study Components - III

► In this section your candidate should describe what they achieved, howthey achieved this and what their involvement was.

Describe yourfactual inputs of

expertise

Describe yourfactual inputs of

expertise

Conclusion

Case Study Components - IV

► In this section your candidate needs to reflect on and analyse theirperformance and make reference to the lessons learnt and what theywould do differently next time.

How has thisproject made mea better surveyor

How has thisproject made mea better surveyor

Appendices - what to include

Case Study Components - V

Appendices A = competencies demonstratedAppendices B

► Photo► Map► Plan► Tables / analysis► Valuation or costs if appropriate► Extracts from case law or statute

Appendices shouldsupport main text

and not be acontinuation

Appendices shouldsupport main text

and not be acontinuation

Case Study - Fundamentals

Knowledge Experience Ability

Assessor’s PerspectiveWhat are they looking for?

Who are the assessors?

► Trained to assess► Panel of 3 (may be 2)► From your pathway► One specialist► Assess on average every 6 months► Audited and checked

At least one assessorwill share the

candidates specialismand both will be from

your pathway.

At least one assessorwill share the

candidates specialismand both will be from

your pathway.

Components – Presentation

► Verbal communication► Clarity of thought► Visual aid► Presentation Skill

► Eye contact► Body language► Voice projection

Encourage the useof visual aids.

Encourage the useof visual aids.

Components – Holistic Approach

► Candidate performance

► Competency based questioning

► Declared competencies

► 80% competency

► 20% general

► Structured

1. Knowledge1. Knowledge

2. Application2. Application

3. Advice &Depth of Knowledge

3. Advice &Depth of Knowledge

Interview Performance

The Panel’s Decision

► Made at the assessment

► Based on:► Documentation► Performance► Generally unanimous► PASS or REFER

Most candidates areborderline and

attention to detail andcommunication skills

can make thedifference along with

knowing the content oftheir submission.

Most candidates areborderline and

attention to detail andcommunication skills

can make thedifference along with

knowing the content oftheir submission.

Candidate CompetenceHow do you know if they are competent?

Candidate competence

► Test the candidate – question what they are claiming as experience► Don’t put words in the candidate’s mouth► Question like the assessors do► Review the Levels (1, 2 & 3) achieved► Get the candidate to assess themselves (Self Assessment)► Discuss real life projects and examples

Use thecompetency guideand question using

key words.

Use thecompetency guideand question using

key words.

Counsellor Considerations

► Recognise & understand templates► Overarching declaration► Only one signature required from you► Putting YOUR MRICS/FRICS on the line!► Make sure you only sign off a competent candidate► Assessors affirm YOUR decision

Final AssessmentThe final destination

Holistic Approach to Assessment

HOLISTIC

• Case Study

•Summary of

experience

•CPD record

• How they apply

themselves

• Depth of experience

• Professional

and ethical stance

• Presentation.• Communication skill

• Techniques• Quality.

• Professionalism

• Interview technique• Questioning

• Candidates performance• Ability to think

on thier feet

Assessment room layout

Candidate

Assessors

Table

60 Minute Interview

1. The welcome

2. Chairman’s introduction

3. Candidate presentation

4. Questions # 1

5. Questions # 2

6. Rules of Conduct

7. Chairman closes

1

2

3

4

5

6

7

6035

15

25

55

60

Ethics, Professional Practice and Rules ofConductCritical information!

Behaving ethically is at the heart ofwhat it means to be a professional;it distinguishes professionals fromothers in the marketplace.

Behaving ethically is at the heart ofwhat it means to be a professional;it distinguishes professionals fromothers in the marketplace.

Ethics ModuleOnline test for ALL Candidates, Assessors … and Counsellors!

Awareness and understanding is key

Rules of Conduct

www.rics.org/regulation

Awareness and understanding is key

Professional Ethics

1. Act with integrity

2. Always provide a high standard of

service

3. Act in a way that promotes trust in the

profession

4. Treat others with respect

5. Take responsibility

Learn:Rules for firms

Rules for members

Learn:Rules for firms

Rules for members

Assessment Resource Centre - ARC

• Streamlining APC Assessing

David Cockerton FRICS V2November 2016

ARC - Assessment Resource Centre

•Assessment management tool

• Candidates

• Counsellors

•AND

• Assessors


Candidate

ARC

•ARC• Select competencies• Record online

• Diary/Logbook• Summary of experience• CPD• Case Study (word doc upload)

• Counsellor engagement• Apply online for prelim & final assessment• Create final assessment documentation


Candidate - Home page

ARCDavid Cockerton FRICS V2November 2016







Counsellor - Home page


Counsellor - Home page


Counsellor – Candidate details


Counsellor – Candidate details


Counsellor – Competency review


Counsellor - Sign-off


Smart view of ARC


Counsellor / Assessor Switch


Assessor - Home page


Assessor - Ethics test

Every 3 years ARCDavid Cockerton FRICS V2November 2016

Assessor – Guidance / templates


Assessor Profile


Assessor - Details


Assessor - Availability






Assessor - Assessment dates


Assessment Panel - Assessors


Assessment Panel – Candidates


Pre-Assessment – Documents


Pre-Assessment – Documents


Post-Assessment – Chair: Result


Post-Assessment – Chair: Result


ARC Support


• Review of feedback and progress

• Tweaks to the assessor availability functionality

• Counsellor to be able to see referral/prelim reports

• Appeals

• Export work completed so far before applying for final assessment

• Referral report to form part of submission pdf for referred candidates

• Overall visible word count for summary of experience

• Supervisor dashboard

Phase 2 - Developments

ARC

DevelopmentStarts


Any Questions?


THANK YOU
